What's The Secret Ingredient of Your Nonprofit Leadership Style?

Quiz Questions

• 1.
  You're a new leader! First thing you do . . .

  • A.
    Create a set of shared values and expectations
  • B.
    Listen and learn from everyone around me
  • C.
    Build annual goals for the organization
  • D.
    Assess the skills & experience of our team
• 2.
  What question do you ask the most? 

  • A.
    What's your greatest challenge?
  • B.
    How can we make this better?
  • C.
    What's working and what's not?
  • D.
    What do you think about this?
• 3.
  Yeah - a big win! How are you sharing it?

  • A.
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    Facebook
  • B.
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    Email
  • C.
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    Instagram
  • D.
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    Tik-Tok
  • E.
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    LinkedIn
  • F.
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    Word of Mouth
• 4.
  What do you hope your team says about you?

  • A.
    I always have their back
  • B.
    I am consistent
  • C.
    I am aware of my impact
  • D.
    I listen with curiosity
  • E.
    I can handle the tough times
• 5.
  Yikes - a major issue! What do you do?

  • A.
    Get clear on what's happening & communicate openly
  • B.
    Keep things in perspective & remember past success
  • C.
    Gather the troops & create internal cohesion
  • D.
    Reflect on the situation & provide space to process
• 6.
  How do you assess your staff?

  • A.
    Clear goals and expectations from day one
  • B.
    Always link their workload to our strategic objectives
  • C.
    Regular 1:1 meetings to understand challenges and successes
  • D.
    Annual reviews and quarterly check-ins
• 7.
  What your ideal office motto? 

  • A.
    We reflect on our past and acknowledge growth
  • B.
    We openly share challenging and inspiring experiences
  • C.
    We accept imperfection and make mistakes
  • D.
    We encourage and support risk taking

Quiz Outcomes

• 1.
  Your secret ingredient is a...             Culture of Safety

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  Respectful, Proactive, Values DrivenCongratulations! You are leading with Safety as your secret ingredient.You can learn more about your secret ingredient below. (And in case you want to reference this information later, I also emailed these results to you.)Safety is the base of a healthy and sustainable future for an organization.Leaders with Safety as their secret ingredient TRUST their team and know that the actions taken by them are done in the best interest of the organization. Whether they succeed or not, leaders who create a Culture of Safety are able to accept and handle the consequences with grace and keep moving forward towards their strategic goals. As long as they are taking steps towards client and community impact, everything can be put into perspective.When you think about how you’re currently leading…Do you model vulnerability by asking for what you need when you feel it isn’t being given? Or encourage your team to take risks and accept mistakes?Do you proactively stand up to abuse or demeaning language, while allowing for open and honest communication?Have you walked the walk by backing up tense and challenging conversations with decisive action?Being respectful, proactive and value driven, are the tried and true methods for a leader to build a Culture of Safety. But what could happen if you AMPLIFIED this leadership asset? Over the next 3 days, I’ll be sending you some ideas on how you can practice creating a Culture of Safety. They will be simple and easy to implement, but from my experience, deliver amazing results after the first session.For example, a nonprofit leader I coach tried one of these ideas. It only took 5 MINUTES. She immediately found meetings running smoother and team members more proactively taking action afterwards. It’s now a regular part of her process and her team has flourished.What’s really interesting is that this also helped her to delegate more clearly.Does this sound like something you want to try?Here’s what to do:5 minutes before a meeting, ask yourself, “What are the goals, expectations and needs for this interaction?”Make sure the answers are clear to you and then begin your meeting.Give it a go!Remember to check your email tomorrow. I'll be sending another method for you to try and ways organizations put them into practice.Looking forward to working with you!Michele
• 2.
  Your secret ingredient is a...             Culture of Support

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  Cheerleader, Noticer of Strengths, StabilizerCongratulations! You are leading with Support as your secret ingredient.You can learn more about your secret ingredient below. (And in case you want to reference this information later, I also emailed these results to you.)Support is essential to a healthy and productive relationship within a team.Leaders with Support as their secret ingredient notice and acknowledge the strengths of their team by sharing them in private or public conversations and meetings. Why? Because offering support through cheering on one another, not only feels good, but sets the stage for success when holding important conversations around constructive feedback and realignment.Leading with Support means noticing the strengths of others. This improves morale and fosters better working relationships, less human resource challenges and greater impact. When you think about how you’re currently leading…Do you regularly acknowledge growth and hard work? Or remind everyone of past progress and success?Do you require professional development as part of working at your organization?Have you created collective annual goals, including organizational, professional and personal growth targets?Being a cheerleader, stabilizer and noticing the strengths of others, are the tried and true methods for a leader to build a Culture of Support.But what could happen if you AMPLIFIED this leadership asset? Over the next 3 days, I’ll be sending you some ideas on how you can practice creating a Culture of Support. They will be simple and easy to implement, but from my experience, deliver amazing results after the first session.For example, a nonprofit leader I coach tried one of these ideas. It only took 5 MINUTES. She immediately found meetings running smoother and team members more proactively taking action afterwards. It’s now a regular part of her process and her team has flourished.What’s really interesting is that this also helped her to delegate more clearly.Does this sound like something you want to try?Here’s what to do:5 minutes before a meeting, ask yourself, “What are the goals, expectations and needs for this interaction?”Make sure the answers are clear to you and then begin your meeting.Give it a go!Remember to check your email tomorrow. I'll be sending another method for you to try and ways organizations put them into practice.Looking forward to working with you!Michele
• 3.
  Your secret ingredient is a...             Culture of Candor

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  Transparent, Honest, CuriousCongratulations! You are leading with Candor.You can learn more about your secret ingredient below. (And in case you want to reference this information later, I also emailed these results to you.)Candor is the way to build a culture of continuous improvement.Leaders with Candor as their secret ingredient believe that hiding, dismissing or ignoring realities doesn’t help anyone in the organization. They love to find out what’s working and what’s not. Transforming conflict and tension into opportunities to grow and learn is their sweet spot!Their gold standard team is one that’s open and accepting about the opportunities, tensions and challenges they face.Why? Because when people are open about what they don’t know, they are able to find the support, lessons and practice time to get better.When you think about how you’re currently leading…Do you provide ways to ask for help when needed? Or have a learning environment with clear goals and expectations? Have you created processes and avenues for your team members to address gossip, and share information heard ‘off-line’, so nothing festers?Do you value and promote self-reflection and professional growth within your team?Being transparent, honest, and curious, are the tried and true methods for a leader to build a Culture of Candor.But what could happen if you AMPLIFIED this leadership asset? Over the next 3 days, I’ll be sending you some ideas on how you can practice creating a Culture of Candor. They will be simple and easy to implement, but from my experience, deliver amazing results after the first session.For example, a nonprofit leader I coach tried one of these ideas. It only took 5 MINUTES. She immediately found meetings running smoother and team members more proactively taking action afterwards. It’s now a regular part of her process and her team has flourished.What’s really interesting is that this also helped her to delegate more clearly.Does this sound like something you want to try?Here’s what to do:5 minutes before a meeting, ask yourself, “What are the goals, expectations and needs for this interaction?”Make sure the answers are clear to you and then begin your meeting.Give it a go!Remember to check your email tomorrow. I'll be sending another method for you to try and ways organizations put them into practice.Looking forward to working with you!Michele
• 4.
  Your secret ingredient is a...             Culture of Generosity

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  Empathetic, Positive Intention, AcceptanceCongratulations! You are leading with Generosity.You can learn more about your secret ingredient below. (And in case you want to reference this information later, I also emailed these results to you.)Generosity is a key element of innovative and positive organizations.Leaders with Generosity as their secret ingredient have an amazing willingness to RECOGNIZE EVERYONE on their team as growing and changing individuals. Leaders who create a Culture of Generosity have a clearer understanding of what is going within their team and organization. They regularly provide a space for team members to reflect and understand what is going on around them. Why? Because this improves the team’s understanding of their roles in the organizational system, allowing them to tap into opportunities they might otherwise miss and helps to identify solutions that could have been overlooked. When you think about how you’re currently leading…Do you consistently hold regular 1:1 meetings with a loose, non-judgmental agenda? Listen with intention, reflection and deep attention?Do you craft feedback from a place of “let’s make this better together”?Have you led meetings with clear agendas, space for discussion and opportunities to acknowledge current realities and celebrate successes?Being empathic, accepting and having positive intention, are the tried and true methods for a leader to build a Culture of Generosity. But what could happen if you AMPLIFIED this leadership asset? Over the next 3 days, I’ll be sending you some ideas on how you can practice creating a Culture of Generosity. They will be simple and easy to implement, but from my experience, deliver amazing results after the first session.For example, a nonprofit leader I coach tried one of these ideas. It only took 5 MINUTES. She immediately found meetings running smoother and team members more proactively taking action afterwards. It’s now a regular part of her process and her team has flourished.What’s really interesting is that this also helped her to delegate more clearly.Does this sound like something you want to try?Here’s what to do:5 minutes before a meeting, ask yourself, “What are the goals, expectations and needs for this interaction?”Make sure the answers are clear to you and then begin your meeting.Give it a go!Remember to check your email tomorrow. I'll be sending another method for you to try and ways organizations put them into practice.Looking forward to working with you!Michele